Transcript The TEAM FOCUS Model - Kenan

1
THE TEAM FOCUS
FRAMEWORK
FOR TEAM PROBLEM SOLVING
Dr. Paul N. Friga - 2010
Confidential material from the book:
The McKinsey Engagement:
A Powerful Toolkit for More Efficient and Effective Team Problem Solving
Introduction to TEAM FOCUS
2
What is it?
• A guide for any team problem-solving project
• Based upon the author’s experiences at McKinsey and research into best practices
at other top consulting firms and business schools
• Note that all of the content you find herein is alive and well at McKinsey, based on
my experience and hundreds of interviews, the actual framework presented (TEAM
FOCUS) is my new, unique, and hopefully value-adding contribution
What is
included?
• A baseline construct of the book published by McGraw Hill entitled “The McKinsey
Engagement,” including:
• 9 Primary Areas (TEAM FOCUS) - for team problem-solving
• 27 Rules of Engagement - for guiding the teams to success
• 40 Operating Tactics – for executing best practices
How should
I use it?
• As a checklist of the most important elements of successful team problem solving –
includes templates and examples
• As a source of specific applications, including consulting firm projects, business
school field studies/consulting projects, business school case competitions, and
executive task forces in corporations – any team problem solving opportunity!
Source: The McKinsey Engagement by Paul N. Friga
Table of Contents
3




The Framework (TEAM FOCUS)
 The Rules of Engagement.……………...
 Analytical Process Map…………………
4
5
TEAM (Interpersonal Interaction)
 Questions, Rules, and Tactics…….…….….. 6-22
FOCUS (Analytical Process)
 Questions, Rules, and Tactics ………….….. 23-43
Templates………………………………….... 44-82
Source: The McKinsey Engagement by Paul N. Friga
The TEAM FOCUS “Rules of Engagement”
TEAM
4
Talk
Evaluate
Assist
• Communicate
constantly
• Listen attentively
• Separate issues
from people
• Discuss group
dynamics
• Set expectations
and monitor
results
• Develop and
reevaluate a
personal plan
• Leverage
expertise
• Keep teammates
accountable
• Provide timely
feedback
Organize
Collect
FOCUS
Frame
• Identify the key
question
• Develop the issue
tree
• Formulate
hypotheses
• Develop a highlevel process
map
• Create a content
map to test
hypotheses
• Design the story
line
• Design “ghost
charts” to exhibit
necessary data
• Conduct
meaningful
interviews
• Gather relevant
secondary data
Motivate
• Identify unique
motivators
• Positively
reinforce
teammates
• Celebrate
achievements
Understand
• Identify the “so
what(s)”
• Think through the
implications for
all constituents
• Document the key
insight on all
charts
Synthesize
• Obtain input and
ensure buy-in
from client
• Offer specific
recommendations
for improvement
• Tell a good story
Source: The McKinsey Engagement by Paul N. Friga (2008)
The FOCUS Analytical Process Map
5
Frame
Organize
Conclusion
Info Type
1
Info Type
2
Key
Question
Info Type
3
Info Type
4
• Info
•
•
Collect
Analysis
Synthesize
Data
• Finding
•
•
Hypothesis 1
Understand
Insight 1
• Info
•
•
• Info
• Finding
Hypothesis 2
•
•
Insight 2
•
•
• Info
•
•
• Finding
•
•
Hypothesis 3
Iterate
Insight 3
Recommend
Part 1 – TEAM: Interpersonal
Interaction – Primary Areas
6
Talk to each
other
strategically
Assist team
members on a
regular basis
Talk
Assist
Evaluate
Evaluate team
and individual
performance
Motivate
Motivate each
person
appropriately
Source: The McKinsey Engagement by Paul N. Friga
Dilbert may help us understand
TALK
7
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TALK: Key Questions
8



Who is on the team?
When should we meet?
How should we communicate?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TALK: Rules
9



Communicate constantly
Listen attentively
Separate issues from people
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TALK: Tactics
10





Tactic 1: Document and share all contact information for the entire internal
and external team, identify the key communication point players (who will
contact whom), and the overall scope of the project.
Tactic 2: Agree upon a meeting schedule that matches the nature of the
project, but try to meet in person as a full team at least weekly (include the
client in some meetings) or daily for one- to two-week projects.
Tactic 3: All meetings should have a clear agenda (or issues to discuss),
produce specific deliverables, and result in new action plans.
Tactic 4: Use email frequently to keep the team updated on progress and
use a brief and consistent format – remember that over-communication is
better than under-communication.
Tactic 5: When evaluating pros/cons of issues and ideas, remember to
separate the issue/idea from the person (once presented, everyone
evaluates the merit without any personal attachment).
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
Dilbert may help us understand
EVALUATE
11
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
EVALUATE: Key Questions
12




What are the individual working styles of team
members?
How shall we get along?
Who is responsible for what?
How is everyone doing?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
EVALUATE: Rules
13



Openly discuss group dynamics
Set expectations and monitor results
Develop and reevaluate a personal plan
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
EVALUATE: Tactics
14







Tactic 6: Identify the personality types of the team members
(including the client) – consider using Myers Briggs.
Tactic 7: Hold a brief, relaxed session at the outset of the project to
discuss personalities and working preferences. Keep the dialogue
open over the course of the project.
Tactic 8: Be aware of your default tendencies, but incorporate
flexibility to deal with different personality types as needed.
Tactic 9: Each team member should identify and document his one or
two primary objectives in the project.
Tactic 10: The team should openly discuss and reconcile individuals’
personal objectives.
Tactic 11: Establish procedures for handling disagreements and
giving/receiving feedback.
Tactic 12: Hold regular feedback sessions to allow time for
improvement.
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
Dilbert may help us understand
ASSIST
15
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
ASSIST: Key Questions
16



What are the key tasks that need to be
performed?
Who is responsible for the completion of specific
tasks?
What can others do to help in terms of team task
completion?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
ASSIST: Rules
17



Leverage expertise
Keep teammates accountable
Provide timely feedback
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
ASSIST: Tactics
18





Tactic 13: First spend at least 1 hour in a general brainstorming session
to openly discuss the problem and key issues to explore (see the
“Organize” section later in this model).
Tactic 14: Be sure to balance out the load equitably based upon the
estimated number of hours to complete the tasks - revisit the
assignments after work has begun to ensure continued equitable work
distribution.
Tactic 15: Identify and leverage the specific skill set of each team
member (and the firm/client, if applicable).
Tactic 16: Include at least one or two key status report meetings with
the team (and the client) to review findings, data sources, and work
streams.
Tactic 17: On a daily basis, provide an update of individual and team
progress to assess opportunities to adjust workload and assignments.
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
Dilbert may help us understand
MOTIVATE
19
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
MOTIVATE: Key Questions
20


What are the unique motivators for each team
member?
How will we reward ourselves once the assigned
tasks have been effectively completed?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
MOTIVATE: Rules
21



Identify unique motivators
Positively reinforce teammates
Celebrate achievements
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
MOTIVATE: Tactics
22



Tactic 18: Identify and discuss one primary
and one secondary motivator for each person
(the source of energy for each team member).
Tactic 19: Give praise for and celebrate each
major team milestone; share compliments with
team members on a daily basis.
Tactic 20: Have a social gathering after the
project is complete.
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
Part 2 – FOCUS
Analytical Process
23
Frame
Organize
the problem
Around hypothesis
Synthesize
And tell a good story
Collect
Understand
relevant data
the “so whats”
Source: The McKinsey Engagement by Paul N. Friga
Dilbert may help us understand
FRAME
24
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
FRAME: Key Questions
25



What are the key questions that we are trying to
answer?
What are the parameters of our analysis?
What is our hypothesis?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
FRAME: Rules
26



Identify the key question
Develop the issue tree (MECE)
Formulate hypotheses
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
FRAME: Tactics
27







Tactic 21: Identify the key question to drive the project, which should be
based upon specific discussions with the client.
Tactic 22: Document this question, the scope, and the high-level plan of
attack in an engagement letter.
Tactic 23: Specifically identify the temporal (years under study),
geographical, and functional areas for the project.
Tactic 24: Avoid common “Scope Creep,” when additional work is
added that is beyond the original parameters or is only tangentially
relevant. Refer back to the base problem, parameters, and
engagement letter to mitigate “Scope Creep.”
Tactic 25: Develop a general hypothesis that is a potential answer to the
problem at hand.
Tactic 26: Develop supporting hypotheses that must be true to support
the general hypothesis (for testing).
Tactic 27: Revisit and revise the hypotheses during the project as data is
gathered (prove or disprove them).
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
Dilbert may help us understand
ORGANIZE
28
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
ORGANIZE: Key Questions
29


What needs to be true for the hypotheses to be
correct/incorrect?
What should we not analyze for now?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
ORGANIZE: Rules
30



Develop a high-level process map
Create a content map to test hypotheses
Design the story line
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
ORGANIZE: Tactics
31




Tactic 28: Maintain objectivity as the hypotheses are
tested during the project.
Tactic 29: Use frameworks as a starting point to identify
issues for analysis.
Tactic 30: Explicitly list the types of analysis and related
data that the team will and will not pursue (at least for
that stage in the project life-cycle).
Tactic 31: Revisit this list if the hypotheses are modified.
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
Dilbert may help us understand
COLLECT
32
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
COLLECT: Key Questions
33


What data do we need (based upon the
questions to answer)?
What primary and secondary sources should we
utilize?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
COLLECT: Rules
34



Design “ghost charts” to exhibit necessary data
Conduct meaningful interviews
Gather relevant secondary data
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
COLLECT: Tactics
35



Tactic 32: Design ghost charts to exhibit the necessary data relevant
to the overall story.
Tactic 33: Always cite the source of data on each chart created.
Tactic 34: Use primary research and especially interview the client
personnel – document interview guides ahead of time and share the
insights with the team in written form within 24 hours.
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
Dilbert may help us understand
UNDERSTAND
36
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
UNDERSTAND: Key Questions
37

What are the “so whats” of our analysis?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
UNDERSTAND: Rules
38



Identify the “so what(s)”
Think through the implications to all constituents
Document the key insight on all charts
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
UNDERSTAND: Tactics
39


Tactic 35: Ask “so what” to sort through the
analysis to find out what is ultimately important.
Tactic 36: Estimate the impact of the
recommendations on the client’s operations.
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
Dilbert may help us understand
SYNTHESIZE
40
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
SYNTHESIZE: Key Questions
41

What is the story (situation, complication, and
resolution), and what is the best way to tell it?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
SYNTHESIZE: Rules
42



Obtain input and ensure buy-in from client
Offer specific recommendations for improvement
Tell a good story
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
SYNTHESIZE: Tactics
43




Tactic 37: Tell a story – using a very brief situation and
complication, followed by the resolution which is the most
important aspect of the project.
Tactic 38: Share the story with the client and the team ahead
of time to obtain input and ensure buy-in.
Tactic 39: Keep the story simple and focus on the original
problem and specific recommendations for improvement –
include estimated impact on the organization.
Tactic 40: Have fun!
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEAM FOCUS
TEMPLATES
TEMPLATES
44









Talk………………………………………... 45-46
Evaluate…………………………………… 47-51
Assist………………………………………. 52-54
Motivate…………………………………… 55
Frame……………………………………… 56-59
Organize…………………………………... 60-67
Collect………………………………………68-70
Understand…………………………………71-80
Synthesize…………………………………..81-82
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
TALK: Team Charter
45
TEAM NAME :
(Be Creative)
CLIENT NAME :
(If Applicable)
PROJECT DESCRIPTION :
(One Sentence)
POTENTIAL ISSUES :
(By End of Project)
SUCCESS GOALS :
(By End of Project)
GUIDING PRINCIPLES :
(No More Than 3)
CONTACT INFORMATION (Include Client Team Members)
Name
Role
Email
Phone (W)
Phone (M)
Team Member 1
Team Member 2
Team Member 3
Team Member 4
Team Member 5
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
TALK: Letter of Agreement
46
T E A M F O C U S
Source: The McKinsey
Engagement by Paul N.
Friga
TEMPLATES
EVALUATE: Individual Development Plan
47
Name :
Project :
Incoming Strengths &
Weaknesses :
Special Development
Objectives :
Results :
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
EVALUATE: Listening Skill Development
48
1.
2.
3.
4.
Release your agenda – suspend your communication
goals and don’t interrupt
Attend to the speaker – orient your body to the speaker,
maintain eye contact, watch for non-verbals, reflect the
speakers physical attitude
Amplify the speaker’s ideas – encourage (verbal and
nonverbal), clarify, build
Reflect the speaker’s ideas – summarize, paraphrase,
contrast and note feelings
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
EVALUATE: Myers-Briggs Profile Scales
49
Extraversion
Introversion
(Direction of Focus)
(Direction of Focus)
Sensing
Intuitive
(Ways of gathering information)
Feeling
Thinking
(Ways of coming to conclusions, decision making)
Judgement
Perception
(Attitude toward the outer world)
Source: Fleisher & Bensoussan, 2002
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
EVALUATE: Myers-Briggs Profile Definitions
50
EXTRAVERSION (E)
Is comfortable with people and things; expresses emotions easily, and is friendly, talkative, and
easy to know.
INTROVERSION (I)
Is comfortable with ideas and thoughts; does not express emotions easily and is reserved,
quiet, and hard to know.
SENSING (S)
Uses the five senses to become aware of things, likes precise and routine work, is not
comfortable with solving new problems, and takes pleasure in the current moment.
INTUITIVE (N)
Uses unconscious ideas or associations to become aware of things and likes solving problems,
planning for the future, and forging ahead in new areas.
THINKING(T)
Uses logic, makes decisions based on facts, likes to analyze and organize, doesn’t like to
confront or express emotions, and is skeptical when approaching problems.
FEELING (F)
Likes relationships to work well, enjoys people, is sensitive to others, makes decisions based on
values and impact upon people, and is trusting when approaching problems.
JUDGING (J)
Is orderly and organized, likes to finish tasks, likes to make quick decisions, and likes to make
plans.
PERCEIVING (P)
Is curious, adapts well to change, likes to start many projects but may have trouble finishing
them, and may have difficulty making decisions.
Source: Fleisher & Bensoussan, 2002
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
EVALUATE: Your Team Members
51
Participant
E/I
S/N
T/F
J/P
Your Guess
Actual
Your Guess
Actual
Your Guess
Actual
Your Guess
Actual
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ASSIST: Influence Tools
52

There are generally three influence styles:




Passive – soft spoken, gives in, non-threatening
Assertive – states case without going over top, listens but holds firm
Aggressive – uses intimidation, loud vocal or physical gestures
There are at least five different influence tactics:





Stating – states opinion without wavering; does not suggest
consequences
Legitimizing – states conclusions and presents supportive evidence
Questioning – uses questions to test assumptions and move a certain
direction
Emotional - attempts to link to emotional and personal arguments
Socializing/Friendship – seeks connections to others as motivation for
change
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ASSIST: Improved Client Interactions
53






Identify interaction opportunities
Learn your default personality (e.g. Myers Briggs)
Learn how to identify others’ types
Understand the influence styles and tactics
Practice using multiple styles/tactics
Understand the importance of ADAPTING to
whatever the situation requires
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
ASSIST: Key Client Interaction
Opportunities
TEMPLATES
54






Proposal conversations
Data gathering calls
Data requests
Delivery of results
Follow-up conversations
Social settings
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
MOTIVATE: Motivation Chart
55
Motivators
Source
• __e.g. Financial
• ___e.g. Recognition
• ___e.g. Development
• ___e.g. Contribution
T E A M F O C U S
Person
• _____________
• _____________
• _____________
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
FRAME: Initial Considerations
56





Context: brief history
Key question: clearly articulated root question
Scope: definition of what is in/out of scope
Timeline: timing by which key milestones must be
met
Decision-makers/influencers: who will decide on
your recommendations and who influences this
decision
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
FRAME: Framing Template
57
Context
[ENTER TEXT]
Question
[ENTER TEXT]
Requirements of a successful answer
• [ENTER TEXT]
Deadline for answer
[ENTER TEXT]
Out of scope
• [ENTER TEXT]
Decision-makers
•
•
•
•
•
•
•
•
T E A M F O C U S
Dr. Source:
Paul N. Friga
The McKinsey
– 2008 Engagement by Paul N. Friga
TEMPLATES
FRAME: The Analysis Process
58
Typical problem-solving approach
Gather Data
Draw
Conclusions
State Findings
Recommend
Actions
A more efficient approach
Define the
Problem
Analyze
issues
Source: “The Minto Pyramid Principle,” Barbara Minto
T E A M F O C U S
Develop a
hypothesis
Gather
data
Conclude
and
Recommend
MECE
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
FRAME: Issue Tree
59
Conclusion
[ENTER SUBISSUE]
[ENTER SUBISSUE]
[ENTER
QUESTION]
[ENTER SUBISSUE]
[ENTER SUBISSUE]
[ENTER SUBISSUE]
T E A M F O C U S
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
[ENTER THIRD-ORDER ISSUE]
[ENTER FACT-BASE CONCLUSION]
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ORGANIZE: Process Map
60
Phase
1
2
3
Frame, Organize, and Collect
Develop a Situational Understanding
Understand
Create a Preliminary Storyline
Synthesize
Finalize Report
Work Plan
Preliminary Fact Pack
Interview Summaries
Incorporation example overview
(Avon)
Ghost Deck
Interview Summaries
Revised Fact Pack
Executive Summary
Final Report
Appendix
Primary Objective
Deliverables
Completion Date
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ORGANIZE: Content Map
61
Governing thought
Key line
Support
T E A M F O C U S
Analysis
Data source Resp.
Date
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ORGANIZE: Hypothesis Structure
62
[ENTER HYPOTHESIS]
[ENTER KEY
SUPPORTING
STATEMENT]
[ENTER KEY
SUPPORTING
STATEMENT]
[ENTER KEY
SUPPORTING
STATEMENT]
[SECONDORDERSUPPORTING
STATEMENT]
[SECONDORDERSUPPORTING
STATEMENT]
[SECONDORDERSUPPORTING
STATEMENT]
[SECONDORDERSUPPORTING
STATEMENT]
[SECONDORDERSUPPORTING
STATEMENT]
[SECONDORDERSUPPORTING
STATEMENT]
[SECONDORDERSUPPORTING
STATEMENT]
[SECONDORDERSUPPORTING
STATEMENT]
[SECONDORDERSUPPORTING
STATEMENT]
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ORGANIZE: Hypothesis Testing
63
Work plan
We should exit the
low-end PC business
This market
will continue
to shrink
Experts
predict so
It is not
profitable
Core
customers
are
decreasing
Mid-tier
will
expand
T E A M F O C U S
Statement: we should exit from the low-end
PC business
Ana- Data
Key line Support lysis source Resp. Date
Our other business do not
require us to
serve the lowend market
Experts
predict so
This
market
will continue
to
shrink
Core customers are
decreasing
mid-tier
will
expand
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ORGANIZE: Storyboarding
64



Physical creation of a presentation story by creating
a high level outline and ghost charts that capture the
key points
It is a tool used by top consulting firms, marketing
departments and advertising firms around the world
It focuses energy on what is important, highlights
gaps in analysis and results in a more efficient
problem-solving process
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ORGANIZE: Storyboard Process
65
1.
2.
3.
4.
5.
6.
Read the case and/or summary of the situation.
Organize the data.
Develop hypotheses, primary recommendations,
and key data support.
Develop an outline (high level).
Draft “Ghost Pages”
Fill in Ghost Pages with data and put extra slides
in appendix.
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ORGANIZE: Storyboard Tips
66
1.
2.
3.
4.
Keep the process moving at all times.
Make it iterative.
Key issue is the weeding of what is not important.
CSFs are clarity and impact – “so what”?
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
ORGANIZE: Storyline (Sample)
67
Executive
Overview
Supporting
Slide(s)
Supporting
Slide(s)
Main
Recommendations
/ Governing
Thoughts
Main Point 2
Main Point 4
T E A M F O C U S
Topics to Cover
(Key Supporting
Points)
Main Point 1
Supporting
Slide(s)
Main Point 3
Supporting
Slide(s)
Conclusion
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
COLLECT: “Ghost Decks”
68
Ghost deck Market will continue
to shrink
Sales
Hypothesis tree
Work plan
Experts say
Core customers
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
COLLECT: MECE(Mutually Exclusive
Collectively Exhaustive)
69
5 Cs
5 forces

Context

Customers and Market

Company

Competitors

Collaborators
Value chain
T E A M F O C U S
New
entrants
Suppliers
Issue tree
Rivalry
Buyers
Substitutes
SWOT
Strengths
Opportunities
Weaknesses
Threats
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
COLLECT: Data Sources
70
Have You Tried These Sources?
Free
Sources
Electronic
Databases
Yahoo
Google
______
______
T E A M F O C U S
Lexis-Nexis
Hoovers
Check all
Libraries
Databases (free
to students)
________
________
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
UNDERSTAND – Chart Examples
71
Trends
Compositions
Relationships/ Comparison
Vertical Bar Chart
Pie Chart
Comparison Bar Chart
Line
Waterfall Chart
Scatter Plot
Horizontal Bar Chart
Document structuring
Text
Framework
• aslkfdkdsklfj lasdkfj asdlkfj
aslkdfj asldh gf
• aslkfdkdsklfj lasdkfj asdlkfj
aslkdfj asldh gf
• aslkfdkdsklfj lasdkfj asdlkfj asl
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
UNDERSTAND: Chart Example
72
Sample 1
Units
Sample 2
Units
Source: Insert Source
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
UNDERSTAND: Chart Example
73
Chart name
Units
ABC
ABC
ABC
ABC
ABC
Source: Insert Source
ABC
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
UNDERSTAND: Chart Example
74
Chart name
Units
100% = 84,586
DEF
GHI
ABC
JKL
Source: Insert Source
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
UNDERSTAND: Chart Example
75
Chart name
Units
Base
Addition
New base
Less A
Less B
Remainder
Source: Insert Source
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
UNDERSTAND: Chart Example
76
Chart name
Units
Source: Insert Source
Y1
Y2
T E A M F O C U S
Y3
Y4
Y5
Y6
Y7
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
UNDERSTAND: Chart Example
77
Chart name
Percentage
100% =
$XX million
$YY million
$ZZ million
Series name
Series name
Series name
Series name
Source: Insert Source
ABC
T E A M F O C U S
DEF
GHI
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
UNDERSTAND: Chart Example
78
Chart name
Units
2000 – 2005
annual CAGR =
XX%
Source: Insert Source
ABC
ABC
T E A M F O C U S
ABC
ABC
ABC
ABC
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
UNDERSTAND: Chart Example
79
Chart name
Units
[SERIES 1]
[SERIES 2]
[ENTER
CONCLUSION/
“SO WHAT”
HERE
ABC
ABC
ABC
ABC
ABC
Source: Insert Source
T E A M F O C U S
Source: The McKinsey
Engagement by Paul N.
Friga
ABC
TEMPLATES
UNDERSTAND: Chart Example
80
Chart name
Development
Idea/
Need
Proposal
Step
[DESCRIBE
PROCESS
OR STEP]
Execution
Business
Case
Step
Step
Initiative
Design
Step
Planning
Step
Implementation
Transition/ Benefit
Close
realization
Step
Step
Step
Source: Insert Source
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
SYNTHESIZE: Storyline Logic
81
Governing
thought
(answer)
 Use structured logic
 Try to stay MECE
 Look from the decisionmaker’s perspective
What
would
have to
be true?
Key line
(proof)
What
would
have to
be true?
Support
(facts)
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga
TEMPLATES
SYNTHESIZE: Final Sample Slide
82
Title = the “so what”
Graph name
Units
THE MARKET IS GROWING RAPIDLY
Total Market Revenue
7.3
US$ billions
7.5
CAGR
= 12%
6.9
6.2
Any other
units
specified
5.3
4.2
1999
Source
2000
2001
2002
2003
2004
Source: XYZ research report; estimate for 2004 from ABC report
Less is more … only show
essential information
T E A M F O C U S
Source: The McKinsey Engagement by Paul N. Friga